I hate when a CEO asks for an opinion
of one of her people.
First of all nobody asks for my opinion
of a happy situation. When it’s happy, they want to TELL me.
Not that we will disagree. How people
are perceived is pretty straight forward.
However, if we come up with a different
description of the same behavior, the chances are no action will be
taken, so the situation persists. Paralysis by Analysis.
It’s better for me to get them to
define their opinion of their situation. Then my value can come in
recommending action to define a fix for our newly agreed situation.
Even if the fix is not the final fix,
taking action notifies all concerned a change is gonna come, which
they then generally create.
I love it when a plan comes together.
Check out Sales
Lab Video. Enlightenment with grins.
Posts
Dick:
ReplyDeleteIt is one thing to be engaged to assess an individual - it is completely different to be asked for a casual assessment.
And to what end? Like with the internet, once the informal opinion is out there - it is out there FOREVER...no context, no detail or explanation.
It becomes an unplanned recommendation of sorts (even in the negative), and, as with intentioned recommendations, your reputation is on the line.
Of course we are ONLY asked when the requester has a negative opinion - or they would be bragging about how great the individual is.
Reminds me of a smoker who is constantly asking for suggestions about how to stop, while smoking another cigarette - it's another loaded cheeseburger and diet soda moment - soothes the guilt, does nothing for the problem.